Job Classification System Redesign

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Job Classification System Redesign
Frank Heiny, Interim Commissioner Georgia Merit
System October 16, 2006
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Agenda

• Overview/Welcome Frank Heiny, Interim
  Commissioner
• Job Validation Process John Roach, GMS
  Compensation Division
• Job Validation Feedback Sherma Francis, GMS
  Compensation Division
• (website)
• CDI Development Methodology Chad Roedder,
  Corporate Psychology Resources
• Next Steps/Closing Remarks Frank Heiny, Interim
  Commissioner
• Pat Kinard-Boutte, GMS Compensation
  Division

3
GMS HR Initiatives
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GMS HR Initiatives
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GMS HR Initiatives
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Manager Self-Service UpdateJohn McCrary, SAO
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Job Reclassification ProcessJohn Roach, GMS
Compensation Division
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Its Not About 500 Jobs
?
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Its About ...

• Agenda
• Why standardize
• How far off are we?
• Our process
• Concerns/Anxieties
• Features of New System

Standardization
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Why Standardize
Vegetable?
Animal?
Mineral?
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Why Standardize
Chef
Accountant
Trooper
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Why Standardize

• Where Should We Hire?
• What Should We Pay?

Comparison
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Why Standardize

• Administrative Burden
• Competencies
• Job Quals
• Career Paths/Training
• HRIS System

Manageability
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How Far Off Are We?

• Current State Format
• Long Description
• Resps each with list of Standards
• Lots of text (generally 3 to 5 pages)
• From no detail to daily checklists
• Necessary and sufficient conditions (all/some)

• Industry-Standard Format
• Brief descriptor
• Responsibility/task/duty list---sentences
• Half to ¾ of page
• Consistent
• Typical responsibilities

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How Far Off Are We?
Old
New
OLd

• Wordy
• Complex Format
• Highly Prescriptive Assignment Rules
• Continual Revision

• Concise
• Simple Format
• Best Fit
• Stable

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Our Process

• Standard Classification Systems
• DOL---SOC/ONet
• Canadian Govt---NOCS
• UN---ILO
• Market Consultants
• Large Govt and Private Sector Employers

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Our Process
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Our Process
Management

• Health Care
• NursesRNs
• LPNs
• Medical Social Workers
• Physical Therapists
• Health Aides
• .

Status Dimension
Professional
Technical
Support
Occupational Dimension
..etc..
Finance
Health Care
Regulatory
Social Services
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Our Process
Job Responsibilities
Position Covers All Alls/70 Some---Assignment
OK
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Our Process
Job Responsibilities
SOME
ALL
Position Covers Subset of AllsNew Job Required
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Our Process
Job Responsibilities
SOME
ALL
Position Covers All Alls/L.T. 70 Some---New
Job Required
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Our Process
High Population Job
SOME
ALL
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Our Process
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Our Process
Status Dimension
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Our Process
Status Dimension
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Our Process
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Our Process
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Our Process
Agency Class Experts
Agency Class Experts
Agency Class Experts
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Concerns/Anxieties

• Individual position Assignments Always an Option
• Will Not Eliminate all Low-Incumbency or
  Single-Incumbent Jobs
• Current pay grades overlap 90 and new jobs dont
  have wide span of pay grades

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Features of New System

• Captures institutional knowledge of agency
  classification experts
• Captures GA Gain research but in more
  streamlined/organized form
• PeopleSoft friendly
• Intelligent Coding System

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Job Validation FeedbackSherma Francis, GMS
Compensation Division
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Break
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CDI Development MethodologyChad Roedder,
Corporate Psychology Resources
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CDI Development Methodology

• Entry Qualifications
• Technical Competencies
• Career Development Increments

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CDI Development Methodology

• Team members
• Chad Roedder, Ph.D., Burt Grossman, Ph.D.,
  Christina Sarabia, Ph.D.
• Deliverables
• Review of Job Descriptions
• Entry Qualifications for 200 of the 500 jobs
• What is needed on entry to the job
• Technical Competencies for the 200 jobs
• What special knowledge or skill is required for
  this job
• Career Development Increments for the 200 jobs
• What training and certifications help someone
  advance on this job
• Provide training on the process to complete the
  remaining 300 jobs

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CDI Development Methodology

• Focus Group Preparation Interview (about 1 hour)
• Interviewing one SME about all the jobs in a
  focus group (about 10 jobs in one occupational
  family)
• Provide information about jobs
• How do jobs fit together?
• How do jobs support agency?
• Some information about entry qualifications and
  technical competencies
• This information is used to develop the focus
  group toolkit

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CDI Development Methodology

• Toolkit Conference Call (about 30 minutes)
• To SMEs invited to provide information about one
  job in the focus group
• Call will review contents of the toolkit
• Reviewing task statement for accuracy and
  relevance
• Providing entry education and experience
• Providing specific knowledge and skills
• Answer questions about the career development
  increments
• What are the next jobs for your position?
• What can you do to gain knowledge, skills, and
  experience related to your job?
• How can someone in this position grow in their
  job?
• What training can increase his or her value in
  this job?

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CDI Development Methodology

• Sample Toolkit

• SMEs complete toolkit with peers
• Toolkit returned to CPR prior to focus group

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CDI Development Methodology

• Focus Group (2 hours)
• SMEs (job incumbents, supervisors or managers)
  one per job
• Information collected from toolkits
• Focus group will concentrate on career
  development increments
• Validation Questionnaire (25-30 minutes)
• 25 SMEs (job incumbents)
• Sample diversity (different locations, different
  agencies)
• Electronic survey sent to confirm entry
  qualifications, technical competencies, and
  career development increments
• Finalized Information added to job descriptions

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CDI Development Methodology

• What we need from you
• Assistance in identifying SMEs
• Focus Group Preparation Interview (1 hour)
• One person for each occupational family
• Toolkit Conference Call (30 min) and Focus Group
  Participant (2 hours)
• One person for each position selected for the
  focus group
• The same person will be on the conference call
  and in the focus group
• Ideally they should have e-mail access
• Validation Questionnaire (25-30 min)
• 25 people for each position
• Ideally they should have e-mail access
• Selected to include a diverse perspective (rural,
  metro, agency differences)
• Review of Final Product
• Confirm the entry qualifications, technical
  competencies, and career development increments

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Next Steps/Closing RemarksFrank Heiny, Interim
Commissioner Pat Kinard-Boutte, GMS Compensation
Division
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(No Transcript)